Click here to skip navigation
This website uses features which update page content based on user actions. If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode"). Additionally, if you are using assistive technology and would like to be notified of items via alert boxes, please follow this link to enable alert boxes for your session profile.
Change Search Collection
Select a Search Collection:
An official website of the United States Government.

Frequently Asked Questions Employment

Advanced Search

Disability Employment

  • If I am interested in Federal employment, how do I find out about job openings? View more
      The process of finding a Federal job is not as complex as you may have heard. If you want to be considered for employment with the Federal Government or if you wish to pursue career opportunities once you become an employee, please find job openings via these websites. An electronic listing of all of the latest Federal job opportunities may be obtained from the Office of Personnel Management’s USAJOBS website. It is convenient, user friendly, accessible through the computer or telephone and available 24 hours a day, seven days a week.   Many Federal agencies also display electronic employment information and job listings on their websites. You can access this information by visiting the specific Federal agency websites at FIRSTGOV.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • Does an individual's work experience, while on a temporary appointment, count towards the 2 year time period required for noncompetitive conversion to career-conditional employment if that individual is subsequently converted to a non-temporary 5 CFR appointment? View more
    Yes.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • What happens if the disability is not obvious? View more
    When the disability and/or the need for accommodation is not obvious, the employer may ask the individual for reasonable documentation about his/her disability and functional limitations. An employer should respond expeditiously to a request for reasonable accommodation.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • Who is an individual with a disability? View more
    An individual with a disability:
    • has a physical or mental impairment that substantially limits one or more of the person's major life activities;
    • has a record of such an impairment; or
    • is regarded as having such impairment.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • Who should pay for my reasonable accommodation? View more
    Generally the agency (employer) must bear the costs of providing reasonable accommodation. For more information see the amended Rehabilitation Act of 1973. In addition, Federal agencies may have several resources to draw upon when seeking support for reasonable accommodation. Sometimes other agencies have a role in funding the cost of an accommodation. For example, the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs may have funds to assist employers in providing reasonable accommodations for veterans with disabilities. The Computer/Electronic Accommodations Program (CAP) in the Department of Defense provides reasonable accommodations such as assistive technology, devices and support services for free to Federal agencies who have a partnership agreement with CAP. Applicants and employees are not expected or required to bear the costs of reasonable accommodations. Check with the agency personnel office, disability coordinator, or EEO office to see how requests for accommodation are handled at a particular agency.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • Whom should I contact for advice and assistance? View more
    Contact your human resources office for advice and assistance on hiring people with disabilities. Your personnel specialist will be able to advise supervisors and managers on the different avenues available to recruit and hire qualified candidates, including individuals with disabilities. If your organization has designated a Persons with Disabilities (PWD) Manager or a Selective Placement Coordinator, these individuals can serve to connect you and your HR specialist with interested candidates. Take advantage of all the resources in your agency.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • What are an individual's responsibilities? View more
    Employees or applicants with disabilities who need reasonable accommodation are responsible for making their needs known to the appropriate official. Supervisors are responsible for properly responding to requests for accommodation from their employees. When an individual decides to request accommodation, the individual or his/her representative must let the employer know that s/he needs an adjustment or change at work for a reason related to a medical condition. The employer and the individual with a disability should engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • How do I find qualified people with disabilities, so that I can consider them for permanent employment opportunities? View more
    First, contact your human resources office and your organization's Persons with Disabilities (PWD) Manager (or equivalent). Your agency may already have established recruiting and referral relationships with organizations serving people with disabilities, such as: Federal agencies may work directly with these organizations to refer candidates for employment opportunities using the excepted appointing authorities for hiring people with disabilities. Your agency's Plan for Employment of People with Disabilities may also include good sources of qualified candidates with disabilities for your vacancies. In addition, individuals with disabilities may always apply for vacancy announcements that are open to the general public. The Workforce Recruitment Program (WRP) for college students with disabilities is a great source of potential candidates when considering college students with disabilities for employment. Employers can access the WRP candidate database by contacting their agency's WRP representative (usually in the human resources office).
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • Where can I obtain a needs assessment to respond to a request for accommodation and what resources are available for such an assessment? View more
    A needs assessment may be obtained from several sources. A few are:
    • your own agency, in conjunction with its reasonable accommodation policy created in compliance with Executive Order 13164,
    • the Computer/Electronic Accommodations Program (CAP) in the Department of Defense,
    • State vocational rehabilitation agencies,
    • the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs,
    • the Job Accommodation Network (JAN), sponsored by the U.S. Department of Labor or
    • the Centers for Independent Living (CILs).
    Other sources of needs assessment depend on the organization that refers or places an applicant with a disability. For example, if the applicant is referred to you by the Workforce Recruitment Program (WRP), it is likely that someone from that program will arrange the needs assessment with the Computer/Electronic Accommodations Program (CAP) in the Department of Defense. If you are hiring a client of the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs, those offices may perform needs assessments. Centers for Independent Living (CILs) offer information about needs assessment and accommodation services. CILs also often maintain rosters of persons available to serve as personal care attendants, interpreters for individuals who are hearing impaired, or readers for people with visual impairments. State vocational rehabilitation agencies funded under the Rehabilitation Act, private vocational rehabilitation companies, and nonprofit organizations also provide needs assessments. Federal employers also may obtain additional guidance on providing reasonable accommodation from the Equal Employment Opportunity Commission (EEOC). Free copies of the EEOC's published guidance on reasonable accommodation and other issues pertaining to non-discrimination against people with disabilities may be reviewed at EEOC’s website and obtained by calling (800) 669-3362 (voice), and (800) 800-3302 (TTY). Other resources for technology-related technical assistance and accommodation assessment are:
      • the Center for Information Technology Accommodation at the Office of Government-Wide Policy at the General Services Administration,
      • U.S. Architectural and Transportation Barriers Compliance Board ("Access Board");
      • the Assistive Technology Program at the U.S. Department of Education,
      • the TARGET Center at the U.S. Department of Agriculture, and
      • the Computer/Electronic Accommodations Program (CAP) at the Department of Defense.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close
  • How does the attendance of people with disabilities compare with that of non-disabled employees? View more
    Employers have found that people with disabilities and people without disabilities are about the same in terms of attendance and job performance. Perhaps the longest recurring study of employment issues concerning people with disabilities was done by DuPont, a private corporation. For over 35 years, this DuPont study has shown that employees with disabilities are equivalent to other DuPont employees in job performance, attendance and safety.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    [x] Close
    An error occurred while trying to submit your feedback.
    Please try again later.
    [x] Close

Refine by Subtopic

Unexpected Error

There was an unexpected error when performing your action.

Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.

Working...